Family businesses

  • Số trang: 128 |
  • Loại file: PDF |
  • Lượt xem: 57 |
  • Lượt tải: 0
transuma

Đã đăng 28936 tài liệu

Mô tả:

FAMILY BUSINESSES THE ESSENTIALS FAMILY BUSINESSES THE ESSENTIALS PETER LEACH Foreword by Roger Pedder First published in Great Britain in 2007 by Profile Books Ltd 3a Exmouth House Pine Street Exmouth Market London EC1R 0JH www.profilebooks.com Reprinted with revisions in 2011 Copyright © Peter Leach 2011 The moral right of the author has been asserted. All rights reserved. Without limiting the rights under copyright reserved above, no part of this publication may be reproduced, stored or introduced into a retrieval system, or transmitted, in any form or by any means (electronic, mechanical, photocopying, recording or otherwise), without the prior written permission of both the copyright owner and the publisher of this book. A CIP catalogue record for this book is available from the British Library. ISBN: 978 1 86197 861 5 Consultant editor: Simon Perry Illustrations by Belle Mellor Text design by Sue Lamble Typeset in Stone Serif by MacGuru Ltd info@macguru.org.uk Printed and bound in Great Britain by Clays, Bungay, Suffolk The paper this book is printed on is certified by the © 1996 Forest Stewardship Council A.C. (FSC). It is ancient-forest friendly. The printer holds FSC chain of custody SGS-COC-2061 SGS COC 2061 In fond memory of Neil Crawford, Leslie Lewis, Jonathan Davis and Paul Bates Contents Foreword by Roger Pedder / xii Preface / xiv Acknowledgements / xxiv 1 Why family businesses are special 1 Definitions / 2 Economic impact / 2 Special strengths / 4 Family business culture and values / 4 Predictable problem resolution / 5 Commitment / 6 Knowledge / 6 Flexibility in work, time and money / 6 Long-range thinking / 7 A stable culture / 8 Speedy decisions / 9 Reliability and pride / 10 Dilemmas and challenges for family businesses / 11 Resistance to change / 11 Business challenges / 12 Succession / 13 Emotional issues / 14 Leadership / 15 A competitive edge and outperformance? / 15 Successful sectors for family businesses / 16 2 Family business dynamics: people, systems and growing complexity Family business people / 19 Founders / 19 Women in family businesses / 23 Husband and wife teams / 24 In-laws / 25 Multifamily ownership / 27 19 viii ✱  Family businesses 5 Getting help: making the most of outside resources Non-family employees / 29 Managing conflict in family firms / 29 Family business systems / 38 Seeking a balanced approach / 39 Introducing the ownership dimension / 41 Family business life cycles: a story of growing complexity / 44 Life-cycle stages / 44 Ownership transitions / 47 3 The family’s relationship with the business: developing a strategic vision and building teamwork 50 Articulating values and a shared vision / 50 Effective business families / 54 Ingredients of successful planning / 56 Establishing open communication / 56 Creative versus destructive conflict / 58 Building family teamwork / 60 Unifying plans, processes and structures / 62 Designing family governance / 64 Family council / 64 Family retreats / 67 Family constitution / 67 Conclusions / 70 4 The next generation: human resource management and leadership perspectives To join or not to join? / 72 The importance of outside experience / 76 Self-esteem and confidence / 76 Wider business experience / 76 Credibility with non-family employees / 77 Systems overlap and human resource management issues / 78 Recruitment / 79 Training and development / 82 Remuneration / 83 Performance appraisal and promotion / 85 Working in the business / 86 Seek out a mentor / 87 Gain the respect of employees / 87 Tread carefully / 88 Beware sibling rivalry / 88 Work at establishing personal identity / 89 Relationship with the senior generation / 89 Contents   ✱ ix Non-family managers / 91 Relationships with the family / 92 Introducing external executives / 94 Motivation and rewards / 96 Incentive design and delivery / 97 Non-executive directors / 100 Selecting the right candidate / 101 Board practices / 103 Professional advisers and consultants / 104 Are your advisers keeping pace with your needs? / 104 Consultants / 104 Family business consultants / 105 Beware conflicts of interest / 107 Relationships underpinning an advisory role / 108 6 Professionalising the boardroom: the role of a balanced board of directors 72 91 109 The rubber-stamp board / 109 Making the transition / 110 Establishing a well-balanced board / 112 Board composition / 112 Organising the board / 115 Effective, working boards / 115 Relationship with the family / 117 Two-tier boards / 119 7 Cousin companies: family governance in multigenerational family firms Introduction / 121 Evolution of family business ownership / 124 Culture shock / 126 Complexity in cousin companies / 126 Family complexity / 127 Ownership complexity / 127 Responding to growing complexity / 129 Ownership policies / 130 Business policies / 132 Family policies / 133 Setting up a family governance process / 133 Recording decisions – the family constitution / 134 Structuring family governance / 135 Family council / 137 121 x ✱  Family businesses Other governance entities / 139 Roles and membership / 143 Getting the structure working / 144 Conclusions /145 8 Managing succession: the leadership challenge 146 The succession paradox / 147 Resistance to succession planning / 149 The founder / 151 The family / 152 Employee and environmental factors / 152 Leading the transition / 153 Start planning early / 154 Encourage intergenerational teamwork / 155 Develop a written plan / 157 Involve everyone and obtain outside help / 158 Establish a training process / 159 Plan for retirement / 159 Decide when to retire and stick to it / 159 Selecting the right successor / 161 Who to choose? / 162 What if no one fits the bill? / 164 Some conclusions on selecting a successor / 166 Preparing next-generation managers and leaders / 167 In-house training and development / 168 The next generation’s perspective / 169 Succession in older family businesses / 170 Second to third generation / 170 Third to fourth generation and beyond / 171 New generation, new system, new culture / 172 9 Building financial security and relinquishing control Building financial security / 176 Money into or out of the business? / 177 Selling the business / 178 A hard decision / 178 Sale mechanics / 179 Principal exit options / 180 Passing down the business / 182 Capturing values for later generations / 183 Estate-planning principles / 185 Treating heirs fairly / 185 Ownership and control considerations / 187 Life insurance / 188 Contents   ✱ xi Splitting the company / 188 Conditions attaching to ownership / 188 Isolating voting control / 189 Implementing the estate plan / 191 Trusts and their uses / 191 The benefits of life insurance / 195 Conclusions on estate planning / 195 10 Wealth management: family offices and philanthropy 196 The family office / 196 Roles / 196 Structures / 197 Evaluating MFOs / 200 Family business philanthropy / 200 Organising giving / 202 11 Summary Notes / 216 Index / 225 175 204 Foreword Roger Pedder F or those interested in family business this is a must-read book – not a prescriptive manual, more a dramatised documentary. Here is the proper distillation of experience that Peter Leach has gleaned over 30 years of advising family companies. It is also a work of scholarship. I am impressed by the understanding that every family business situation is different. Nevertheless, a well-considered interpretation of the established principles of good family management is essential for any family business. My experience of working in a major family-owned company for over 40 years, and chairing it for 13 of those years, echoes Peter’s insightful analysis. If, when I was learning, he had been writing about how to conduct a major family enterprise, I would have had a reliable text to guide me on issues which, frankly, I had to address on a trial-and-error basis. It would have saved me and the family time and anxiety. Much modern management writing is full of jargon, takes a unifocal point of view and is presented as a panacea for all management ills. It is a pleasure to read a book that is written in plain language, is well ordered and is not dogmatic. Any family member of any family business will find something relevant which, if they think about it, will improve not only their understanding of the enterprise and their relationship to it, but also how they can help and improve the conduct of the enterprise itself. Family members in a family business often suffer emotional pain and anguish. They may be neglected and even abused by both family owners and non-family managers, and their lives may be blighted by insensitive or hostile treatment. Active understanding and implementation of Peter’s advice on the treatment of family members in family businesses should ameliorate the worst aspects of the problem, but it remains the dark side of the family business experience. Family members are often trapped in a frustrating or demeaning situation, because moving on from a family business without any external experience is difficult. Our management culture seldom recognises family company management as valid and Foreword   ✱ xiii professional experience. Perhaps this should be the subject of Peter’s next book. The importance and contribution of family businesses to our society and economy is increasingly being recognised, particularly since the global financial crisis of 2008, which occurred since the first printing of this book. Family companies do not suffer the dislocation between ownership and management that is a feature of the quoted sector, and most notably in publicly quoted banks. They manage their affairs on a prudent financial basis, since the family business is often the family’s main store of wealth and source of income. They seldom indulge in reckless borrowing, and are thus able to avoid the worst effects of a financial crisis. Their longer-term view and short-term flexible management practices are also able to steer the business through the subsequent recession. Such I believe has been the recent experience of family businesses, where very few of the more established companies have fallen into bankruptcy. It is not a surprise then that so many questions are being raised as to why family and unquoted companies are more stable and durable over time than their public counterparts. So Peter’s insights and sound recommendations appear again at a propitious time. My hope is that now a wider audience will take note and act on them. Roger Pedder Chairman, C. & J. Clark (Clarks Shoes), 1993–2006 May 2011 Preface T his is a very personal book. It has grown out of my years observing, advising and learning lessons from some of the world’s most successful family-owned businesses and business-owning families. Also, the book in a sense records my personal journey through a period of remarkable change, beginning in an era (the late 1970s) when family companies were largely seen as quaint anachronisms of bygone times, and misunderstood as inefficient drags on entrepreneurialism by dint of their under-investment and parochial management style. I feel privileged to have witnessed and to have participated in the transformation that has taken place in this viewpoint. Today, we appreciate the strengths of family enterprises and their immense contribution to the world economy, and find ourselves in a new era when family business has become an enlightening and exciting area of interest among researchers, theorists, advisers, policymakers and legislators. My fascination with family businesses took hold some 30 years ago. From the early 1980s, as a partner with accountants Stoy Hayward (now known as BDO), I worked with owner-managed businesses and some older family companies in the UK. I noticed the way that business and family overlap and depend upon each other in these firms, and I kept seeing the same issues cropping up – dads unwilling to think about the future and succession; brothers finding it hard to work together; and so on. But at that time no one in the UK had really studied what makes family businesses special. In contrast, on my travels in the USA (from the mid-1980s onwards) I saw the way that conceptual thinking about family companies was taking hold among both advisers and family business people, spurred on by focused academic research into the unique issues faced by these companies. Influential figures working on researching and analysing family businesses in the USA at the time included Peter Davis (then at Wharton Applied Research Center), Ivan Lansberg (at Yale School of Organisation and Management) and Harry Levinson (at Harvard), with more practical input from established consultants like Benjamin Benson and Léon Danco. During my US visits I was fortunate enough to have the opportunity to Preface   ✱ xv shadow Davis on his assignments advising major US family businesses, and I also attended many family business seminars and conferences, which, by the late 1980s, were becoming increasingly popular across the country. Witnessing all this interest and enthusiasm, I decided to organise some activities and events in the UK. The first step was to commission two studies, supervised by the London Business School, designed to review and quantify family business activity.1 These included the key finding that 76 per cent of UK businesses are family controlled. Next I wrote the first edition of Guide to the Family Business (a forerunner of the current book), which was published in March 1991, and invited Peter Davis to help launch various UK projects – he was the keynote speaker at a series of sell-out seminars (organised in conjunction with venture capital group 3i) that took place around the country. Family business people at these seminars spoke of a new sense of belonging, based on the realisation (for many, a true ‘eureka’ moment) that what they were experiencing was not unique to them, and that all family businesses faced and shared the same sorts of systemic tensions, challenges and advantages. It rapidly became clear that taking a fresh look at family businesses was an idea whose time had come, and via a series of initiatives – seminars, conferences, lobby groups, newsletters and other specialist publications – a stir was created that quickly took shape as the first attempt to do some joined-up thinking in the UK about family systems theory, family psychology and family business. A quiet revolution Some 20 years have elapsed since these events, and over that period the family business community has become firmly established in the UK and Europe as an independent, dynamic and increasingly well-researched study discipline. Prestigious academic journals across a wide spectrum – management, law, economics and the behavioural sciences – now regularly publish articles exploring the unique challenges and advantages of family businesses. At the same time, family business educational programmes at universities and business schools have grown significantly – including specialist courses for family members – while the value of family business consulting too is now coming to be fully recognised. This is not consulting in the traditional sense of client-visiting, fact-gathering and reportwriting. Family business advising and consulting offers families expert facilitation, trust-building, support and guidance services that empower family members, helping them arrive at their own solutions and their own consensus as to the best way forward. xvi ✱  Family businesses Reflecting these developments, and the raised profile of the sector, family-owned businesses themselves have become much more knowledgeable and sophisticated – much more willing to embrace a fresh outlook and policies that start to counter some of their in-built disadvantages. For example, 20 years ago the hallmark of most family firms I encountered was their unstructured (often chaotic) approach to decision-making and organisation, but it is noticeable that family firms today for the most part have adopted what could be termed a ‘structured but flexible’ model, with much more thought being given to building family and corporate governance, accountability and more efficient decision-making processes. Similarly, it used to be rather unusual to find female family members employed in the family business, but today it is much more common. Also, favouring the eldest son in family business succession now tends to be regarded as an historical anachronism, with attention quite rightly focusing instead on competence. At the same time, equal remuneration of family members is giving way to merit-based reward systems; secrecy is giving way to more openness; and family business values, rather than being assumed (‘We’ve always done it this way’) are more likely to be embraced, with families making special efforts to define and articulate their values in the belief that values, vision and culture can make their businesses more special, competitive, resilient and sustainable. Encouraging as these trends are, they should not disguise the fact that a great many family businesses still face huge challenges coping with the dangerous overlaps between family and business systems, and a daunting list of consequential issues: organising responsible family ownership; working productively with non-family members; developing the next generation (and future leaders); creating policies to manage the roles, remuneration and rivalries of family members; implementing successful generational transitions; and upgrading family and business governance. So the family business adviser’s job is far from over – especially as there is no obvious sign of improvement in the key mortality statistics for family firms that fail to make it to the next generation. Another challenge is the trend towards more family businesses being run by groups of siblings rather than by a single leader.2 Team leadership is not a problematical concept in itself – and in family companies there may be compelling reasons to combine two or more people in leadership – but it remains true that we have only limited experience of how to make this team-based family business model work well. Preface   ✱ xvii A Phrase Book and some golden rules During my career I have come to understand that a key aspect of an adviser’s role is finding out what is really happening both within the family and at the company. Plagued by selective amnesia, procrastination, paranoia and a few other syndromes, family businesses are generally very good at concealing what is actually going on. I have developed a number of techniques to help me (and the family) get at the truth, including compiling my own Family Business Phrase Book. Some examples of translations from ‘what is said’ into ‘what is actually meant’ will serve to give the flavour of the phrase book and of many of the scenarios discussed in this book: Q On a pay package for the kids – ‘I know it’s less than the going rate but we can’t be seen to be overpaying family’ translates to ‘You’re going to own the business someday, and a bit of hardship along the way will help remind you of the fact and keep you in line.’ Q Reasons for joining – ‘I mainly joined the business to continue the family traditions’ equals ‘I can’t really explain why I joined, and now I’m not quite sure what my long-term plans are.’ Q Succession – ‘Someday, all this will be yours’ equals ‘I really don’t know what’s going to happen and I want to keep my options open.’ Some important lessons I have learned – courtesy of the many families who have generously shared with me their setbacks and successes – are summarised in the following golden rules: Q The key questions family members must address are ‘What do we want to achieve by being in business together?’ and ‘What do we hold dear to our hearts in terms of values and our vision for the future?’ When families are able to come up with a clear consensus on answers to these fundamental questions, normally everything else will drop into place. Q The issues that present themselves in family businesses can almost always be divided into three categories: (a) personality – such and such a person is impossible, unreasonable, illogical, irrational; (b) structural – something is malfunctioning in the structure of how the family relates to the business; and (c) business – the business may be going downhill and nobody is quite sure whether commercial or family factors are causing the underperformance. In the great majority of cases, the real challenge facing the company is found to xviii ✱  Family businesses lie within the second category (structural), even though the case is presented as concerning the first (personality) or the third (business). Q Linked to the previous point, because structural issues in family businesses are to a large extent predictable, such businesses enjoy a special advantage relative to their non-family competitors – they have the opportunity to solve tomorrow’s predictable problems today. In other words, they can effectively resolve such problems before they arise. For instance, the development and mentoring of next-generation leadership can be planned in detail ahead of time, in a calm atmosphere, under an agreed process, thus reducing the potentially disastrous impact of unexpected yet predictable events. Q The money that people are paid in a family business is often a tell-tale sign as to what is really going on. For instance, if the next generation is wildly overpaid for the job they are doing, stakeholders will not respect them because they will see their pay package as a special perk attaching to family status. Similarly, if they are grossly underpaid, stakeholders will conclude they do not have the respect of their family and are unlikely ever to take over. Q Lastly, when family business people find themselves making business decisions for family reasons, all sorts of alarm bells should start ringing. Objectives for this book Family firms face complex dilemmas that affect not only the destiny of the business, but also the destinies of owners, their families and their employees. How do owners reconcile their own and their family’s aspirations with the commercial goals of the firm? Can they motivate family and non-family employees alike? Should they try to solve problems themselves or take independent advice? There is the major issue of who is to succeed to management and ownership control – when should planning for succession begin and who to choose? Other concerns include whether to sell out, raise external finance, diversify, de-merge, bring in more family members or more outside management, and so on. All these dilemmas affect most family businesses sooner or later – that is, to a greater or lesser extent they are all predictable – and the aim of this book is to help family business people approach them in the right way and arrive at the right decisions. Depressingly, in many cases, by the time the problems associated with the issues arise it is too late to take action and the business is well down the road to distress and upheaval, Preface   ✱ xix and sometimes on the brink of failure. The chances of success for a family business are greatly increased by ensuring that the major, life-threatening questions are tackled at an early stage and plans are developed for the future. In the same way that the company’s commercial activities and opportunities must be continually examined and evaluated, the development of its relationship with the family needs to be constantly assessed, managed and reviewed. Family business owners and managers often fail to consider these crucial issues in sufficient detail. Too involved with the day-to-day activ­ ities of their company, they put off getting to grips with them until a later date. Reluctance to face the problems and to take external professional advice often stems from family business leaders’ inability to gain knowledge (and in some cases self-knowledge) concerning the systemsbased and psychological forces that are at work. How, for example, have others tackled the problems and with what consequences for the firm? What might happen if the issue is ignored – will it go away or will a major crisis arise? This is not a how-to book for family businesses. Indeed, there can be no such thing because each family business is different, and there are really no success and longevity rules that can be applied from firm to firm without serious qualification and adaptation. Instead, what are proposed in the pages that follow are broad frameworks, principles, processes and mindsets to help shape problem-solving perspectives, as well as some tools and working guidelines designed to contribute to the efforts of family businesses to achieve long-term continuity, growth and prosperity. Structure and organisation First, an explanatory note about my approach to and treatment of the subject. The need to discuss family businesses in a coherent fashion has meant that the book structure in many ways reflects the development and life cycles of family businesses themselves – that is, a progression from straightforward owner-manager beginnings through to third-generation and multigenerational family companies; from clear-cut simplicity through to significant complexity. The book (and to an extent each chapter within it) reflects this evolutionary process, starting with personal, hands-on management and governance, which then benefits from integrating outside expertise. Next, family membership becomes broader and more inclusive, although family activity in management becomes more restricted based on objective competence. Finally, management and ownership succession become more planned. On occasions, the need to progress through the subject in this way xx ✱  Family businesses Preface   ✱ xxi has required that certain topics be introduced and explained in one part of the book and then re-examined in a different context in another part. For example, most family businesses benefit from having what is called a family council, the principal role of which is to ensure that the values, vision and aspirations of the family and the business are aligned. But a family council in a small-scale second-generation business (the sort of firm discussed in Chapter 3, where family councils are first introduced) bears only passing similarity to that same body at work within a sixthgeneration, multifamily business with hundreds of shareholding cousins (so, in the light of this, we revisit family councils again in Chapter 7, which is devoted to the special factors affecting these more mature businesses). The book is divided into ten chapters. Chapter 1 represents a broadbased introduction, covering the economic importance of family businesses, what factors make them special, and the dilemmas and challenges they need to overcome. Attempts via research to test whether these advantages and disadvantages have a measurable impact on commercial performance are reviewed. Although family firms are to be found in every sector of commercial activity, their special strengths mean that they flourish best in fields in which their advantages can be fully exploited. These sectors are examined, together with supporting cases and examples. The special status of family businesses, introduced in Chapter 1, derives from their structural form. This structure is characterised by complexity – a family system, a business system and an ownership system linked together through wealth, legal arrangements, employment relationships and emotional/relational bonds. Understanding the interaction of these systems is crucial to understanding family business dynamics, and this is the central topic in Chapter 2. The other feature that makes family businesses special is the people who are involved in them; the background and perspectives of each of the major participants are examined. The chapter also introduces some of the main causes of conflict that can arise – par­ticularly father–son conflict and sibling rivalry. Families learn to build a shared vision by aligning individual and family values and goals, and that vision becomes a guide for planning, decision-making and action. A good starting point is the simple question: ‘What’s our business for?’ Developing a consensus on this most basic of questions helps families improve their chances of success when they move on to establishing ground rules for their relationship with the business (the main subject matter in Chapter 3) and in defining the responsibilities of family members. The aim is to formulate and adopt policies that strike a good balance between the best interests of the business and the well-being of the family, and then to design and establish effective governance struc- tures that help the family develop a cohesive approach to the business and provide organisational focus and accountability. Chapter 4 discusses the next generation – to join or not to join the business, the importance of outside experience, and issues surrounding relationships with the senior generation. It goes on to highlight how conflicts arising between the family, business and ownership systems are particularly acute and troublesome in relation to human resource management practices. Clear and explicit management criteria must be drawn up relating to personnel issues and family members. Guidelines designed to help control and manage the contradictory forces are proposed. Family employees should be rewarded and promoted in line with their contribution to the business; their performance should be evaluated regularly and objectively within a system that applies to all staff. Family businesses have a dangerous tendency to introversion that needs to be countered by the effective use of external talent. Chapter 5 discusses making the most of outside resources under three headings: employees, non-executive directors and advisers. Family companies must endeavour to attract and motivate high-quality, non-family employees and (under carefully designed incentive schemes) reward their contribution. Nonexecutive directors can be especially valuable to family-owned companies, providing seasoned guidance, specialised expertise and networking connections. Lastly, skilled family business advisers and consultants are able to probe difficult family business issues and develop discussion of a family’s problem areas in a subtle and sensitive way that minimises the possibility of friction and confrontation. Their selection should be based on competence and their performance periodically reviewed. Possible conflicts of interest need to be thought about and avoided. The role of the board of directors in the governance structure of a family-controlled company – the topic addressed in Chapter 6 – is critic­ ally important. Establishing a board that includes independent outsiders is probably crucial for the vast majority of family businesses if they are to achieve long-term success. Such a board brings objectivity and experience to operational and policy deliberations, and imposes important disciplines. When a family introduces board diversity it sends a positive and motivating message to customers, shareholders and employees. In larger, more mature family companies there is a balance to be struck between the interests of the family as owners of the business and the managers entrusted to run it. No single model works for all, and, instead, a solid set of principles and processes must be drawn up and applied in the unique circumstances of each company. Chapter 7 is devoted to family governance in multigenerational family firms. By the time a family business reaches the third generation there xxii ✱  Family businesses may be several dozen or more family members who have some sort of stake in it. Ownership is generally in the hands of many cousins from different sibling branches of the family, with no single branch having a controlling shareholding. Some of these owners will work in the business, but probably most will not. There is significant potential for friction and dysfunctional behaviour if the large-scale complexity arising with these family and shareholder groups is not controlled and managed. Governance architecture must be tailored to meet the unique needs and circumstances of particular families. A well-structured and systematic approach to succession planning is required to overcome all the forces that favour doing nothing. Chapter 8 explains why preparation and planning for succession are so difficult and important, analyses the options, and aims to provide practical guidelines on ensuring that transitions are accomplished as smoothly and as advant­ ageously as possible. Whether the transition is from a single owner to a sibling partnership, or from a sibling partnership to a cousin company, an important point is that it is not just changing the guard – it is more like a system change, a transition to a different type of business structure with a different culture, different procedures and different ground rules. The words ‘retire’ and ‘retirement’ crop up a lot in this (and the next) chapter, and I should explain here that I have trouble with these words. My problem is based partly on current dictionary definitions – which centre on concepts like withdrawing from work/business, retreating and becoming a recluse, and singularly fail to define and explain retirement as it is understood today – and partly on confusion about the concept of retirement at a time when most people in their 50s and 60s are healthier and more vigorous than previous generations. But my main difficulty concerns the fact that family business leaders do not retire, and never have done! Where families are in business together it does not matter whether leaders receive a monthly salary or indeed whether they ever cross the threshold – their name is above the door and they will always be attached to their family and the business.3 What retirement means for these people is not withdrawing from the business, but reorganising and reshaping their attachment to it. Family business leaders remain an important resource to the family firm, even when they have passed on day-to-day operational responsibility to their successors. Many leaders, as part of their succession plan, assume new roles in the company, such as managing special projects, acting as roving ambassadors for the firm and/or helping to foster management continuity by connecting new managers with individuals and organisations that may be important to the future success of the company. Experts are more or less unanimous that this phase is most likely to be success- Preface   ✱ xxiii fully negotiated if business owners are retiring to a new life of interesting activities, rather than from their old one, which implies that their useful and productive days are over. So, at the risk of repetition, the idea of leaders severing their connection with the family business is neither desirable nor possible because the business is part of the fabric of the family. Family business leaders must think, therefore, about how best to reshape their attachment to the business and to plan their future work activities, while readers of this book are asked to reject dictionary negat­ ivity and to construe the words retire and retirement in the constructive sense described here. Chapter 9 starts from the premise that building financial security is an important element in preparing for a successful ‘retirement’. This can be achieved either inside or outside the family business, or, if there are no viable succession options, by selling it, and various sale structures are examined. Insurance and share purchase agreements can be used to resolve many of the complications arising from multifamily ownership of a business. When passing the family company on to the next generation, continuity of the business, liquidity and family needs are the cornerstones of estate planning. Ensuring ownership ends up in the right hands in the next generation may require treating heirs differently depending on whether or not they are active in the business. Ways of passing on voting control to selected heirs are examined, as are the uses of trusts. Finally, once larger family businesses have established the family governance structures and mechanisms they need to manage complexity and the relationship between family and business, they often look for other ways to help foster their family commitment and vision and to perpetuate their family’s legacy. Opportunities to achieve these objectives can be provided by the family office and philanthropic initiatives, and these subjects are examined in Chapter 10. Peter Leach May 2011 Acknowledgements 1 Why family businesses are special M y day-to-day work as a family business consultant has brought me into contact with many fascinating business families over the years. It has been a pleasure and an honour advising and learning from these families, and I would like to take this opportunity to thank them for their willingness to let me share their experiences, problems and successes, especially those who have permitted me to refer to them by name in this book. In addition, I have had the privilege to work with inspiring people from other cultures, and would like to thank in particular Prasad Kumar from Bangalore and Tatwamasi Dixit from Chennai for the insights I have learned from them when working in India. Special thanks go to my former colleague Juliette Johnson, who over the years has worked with me on many complex family business consultancy assignments, some of which are referred to in this book. Last, but by no means least, I gratefully acknowledge the contribution of my wife Antonia. Her advice, enthusiasm and patience during the preparation of this book has been invaluable. P.L. F amily businesses comprise the predominant form of enterprise around the world, yet, until recently, little information or guidance has been available on the unique and complex issues they face. This is because it is only in the past 30 years that we have started to study and understand two fundamental ideas: that family businesses differ in a variety of critically important ways from nonfamily businesses; and that business families function quite differently from non-business families. These two distinctions lie at the heart of this book and, if a family business is to achieve its full potential, it is essential that its management understands them and the challenges they create. As well as making the right decisions on the commercial problems that beset all enterprises, family business people have to be able to analyse the special dynamics that surround their businesses and their families. They need to develop special skills that enable them to identify and manage the unique difficulties and dilemmas that these dynamics introduce, and to adopt constructive strategies to foster growth of the business and the transfer of power and control within it. So understanding the characteristics that distinguish family and nonfamily businesses and entrepreneurial and ‘normal’ families is the first step, and highlighting these distinctions is the main aim of Chapters 1 and 2. However, it should not be concluded from this that there are any general panaceas: every family business is idiosyncratic, shaped by its own set of distinctive personalities, their concerns, objectives and relationships, and by a host of other personal and commercial characteristics. But there are some common patterns of experience, and developing an appreciation of them is important so we can avoid repeating everyone else’s mistakes. 2 ✱  Family businesses Why family businesses are special   ✱ 3 Definitions Before introducing some of the characteristic strengths and weaknesses of family businesses, and commercial sectors in which they have proved especially successful, it is important to propose a working definition of what is meant by a family business. Criteria that are too rigid should be avoided – just looking at share ownership or management composition often leads to an inadequate picture and the wrong conclusions. In this book, therefore, a family business is one that, quite simply, is influenced by a family or by a family relationship, and that perceives itself to be a family business. In the clearest example, the family as a body may effectively control business operations because it owns more than 50 per cent of the voting shares, or because family members fill a significant number of the top management positions. But there are also less obvious cases where a firm’s operations are affected by a family relationship – enterprises in which the relationships of father and son, brother and sister, in-laws, cousins and so on have an important impact on the future of the business. Note also that for larger, more mature family businesses where the number of shareholders may have multiplied down the generations, or where the business has obtained a stock exchange listing, effective family voting control can be maintained with significantly less than 50 per cent of the shares. Economic impact A great many books and research studies try to provide educated guesses of the proportion of business enterprises worldwide that are family controlled, and the figures vary a lot. Data shortages, different definitions of family control and other statistical issues make this a tricky area, but even the most conservative estimates place the proportion at between 65 per cent and 80 per cent.1 It is fair to say that many of these enterprises are small-scale sole proprietorships that will never grow and be passed down the generations, but it is also true that the figure includes some of the world’s largest and most successful companies. John Ward, a professor of family business at IMD, Switzerland, and clinical professor at Kellogg School of Management in the US, has calculated that approximately one-third of the 1,000 largest companies in the world are controlled by families and, of these, half are traded publicly and half are privately held.2 Family enterprises dominate commercial life in the emerging markets of Asia and Latin America and, many believe, play a larger role than is Irrational and inappropriate patterns of emotional behaviour can emerge in family businesses generally acknowledged in developed markets, particularly the USA, Germany and Italy.3 In the UK, family firms are the dominant form of ownership of companies in the private sector, accounting for around two-thirds of all enterprises and half of the output of the private-sector economy, and they employ about half the workforce. The constituency where they are best represented is the small business sector. According to research published by Barclays Bank, around 60 per cent of UK firms with turnover of £5 million or less are owned or managed by related family members.4 The same survey records that, across England and Wales, such family businesses are most prominent in the north-west of England and East Anglia, with around three-quarters of all businesses owned and managed by the family. By contrast, in London, family businesses account for less than half of the business population. Moving up the size scale, family firms are also a common form of ownership within the small and medium-sized enterprise (SME) sector, but this is one of the areas where detailed statistics are in short supply. More data are available on both large private firms and the quoted sector. Indeed, family firms comprise over one-third of the UK’s biggest private firms listed in The Sunday Times Top Track 100 survey.5 In the stock market quoted sector, 6 per cent of the companies in the FTSE All Share Index are family businesses, but the UK stands out in terms of 4 ✱  Family businesses international ­comparison, with the smallest percentage of listed family companies relative to the quoted sector overall. In contrast, around half the companies quoted on the French stock market have a significant level of family ownership.6 Special strengths The overriding characteristic that distinguishes most family businesses is a unique atmosphere that creates a sense of belonging and an enhanced common purpose among the workforce. Sir Terry Leahy, chief executive of Tesco, has neatly encapsulated some of the factors underpinning this:7 In family firms … ownership and management are in the same hands, so they tend to have a far longer time horizon. … As a result, they do not have to float with the tide of market sentiment. They can be braver about what they do and say. They can dare to be quirky. Or they can dare to be traditional. They can stick to the long-term values established over many years, building up loyalty and trust in their customers and staff. A good illustration of that is the language they tend to use to describe their values. A family-owned business will use words such as courage, loyalty or authenticity to capture what they stand for. In a public company you are more likely to find management speak – words such as efficiency, innovation and added value. Family business culture and values These issues relating to long-term values and vision will resurface in a variety of guises throughout this book. Families who are able to define and articulate their shared goals, and the guiding values and principles that will help achieve them, give their businesses a strong foundation for long-term competitive advantage and sustainability. A family business can be seen as the external manifestation of a family’s value system. Put simply, values, or rules for living, underpin a code of behaviour that builds and supports family vision and business mission. Typically, it is the founder who articulates the mission he or she sees for the business, but these values – sometimes called lived rather than espoused values – transmit down through succeeding generations, often without the family even recognising that this is occurring. A common way of behaving is created, which helps to explain and reinforce what the family stands for and why they are in business together. During periods of challenge and transition their business is supported by the belief in a set of shared values, but where there is no relevant vision to unite the family, opportunities for conflict can arise. Why family businesses are special   ✱ 5 The family’s value system may need to be reinterpreted and revitalised by succeeding generations. Each new generation of the Rockefeller clan, for example, re-examines the family’s core ideals and values, redefining and renewing them as is felt appropriate to help reinvigorate the sense of connection between family members and the organisational mission. Predictable problem resolution The next special strength of family firms is the unique opportunity they give to the people owning and running them to resolve a range of predictable issues before they become serious problems. The world’s most successful entrepreneurs sometimes seem to be blessed with 20/20 foresight. Their insight into what the future holds enables them to deliver commercial solutions that take advantage of this prescience, and that is how fortunes are made. This, of course, is difficult to achieve, but in a family business it is always possible to resolve a range of tomorrow’s problems simply because, for the most part, they can be identified in advance. Time and again, three types of issues present themselves in family businesses: personality – such and such a person is impossible, unreasonable, illogical, irrational; structural – something is malfunctioning in the structure of how the family relates to the business which undermines family dynamics and decision-making; business – the business may be going downhill and nobody is quite sure whether commercial or family factors are causing the underperformance. In the great majority of cases, however, the real issue affecting the company is found to lie within the second category (structural), even though the case is presented as concerning the first (personality) or the third (business problems). Herein lies the key: because structural issues are to a large extent predictable in family businesses, they have the opportunity, not enjoyed in other businesses, to effectively resolve these problems before they arise. Succession provides a classic example. Rather than waiting till the reading of the will to resolve questions like ‘Who gets the shares?’ or ‘Who is best suited to take on managerial leadership?’, in a family business it is possible to address such issues ahead of time, in a calm atmosphere, under an agreed process, thus reducing the potentially damaging impact of unexpected yet predictable events. Commitment People who set up a business can become passionate about it – it is their creation, they nurtured it and built it up, and for many such ­entrepreneurs 6 ✱  Family businesses their business is their life. This strong bond translates naturally into dedication and commitment, which extends to all the family members who come to have a stake in the success of the business. They feel they have a family responsibility to pull together and, provided there are no conflicts, everyone is happy to put in far more time and energy working for the company’s success than they would dream of devoting to a normal job. Family enthusiasm develops added commitment and loyalty from their workforces – people care more and feel they are part of a team, all contributing to the common purpose. Knowledge Family businesses often have particular ways of doing things. They may have special technological or commercial know-how not possessed by their competitors; knowledge that would soon become general in a normal commercial environment, but which can be coveted and protected within the family. This idea of knowledge is also relevant in relation to the founder’s sons or daughters joining the business. The next generation grow up learning about the business, infected by the founder’s enthusiasm, and when the time comes for them to consider joining they may already have a deep understanding of what the business is all about. Flexibility in work, time and money Essentially this boils down to putting the necessary work and time into the business and taking out money when it can be afforded. A further aspect of commitment is that if work needs to be done and time needs to be spent in developing the business, the family puts in the time and does the work – there is no negotiating of overtime rates or special bonuses for a rushed job. The same flexibility applies to money, and here is another important distinction between entrepreneurial and non-business families. Most families have a set income derived from wages or salaries paid by an employer and the only decisions they take concern how this income is to be spent. But for families in business, income is not a fixed element in the domestic equation: they must decide how much money they can safely take from the business for their own needs while at the same time preserving the firm’s financial flexibility and scope for investment. Sometimes one aspect of commitment to the family business takes the form of dismay at the idea of removing money from it – draining the business of its lifeblood can be how the family sees it, even if the business has been trading Why family businesses are special   ✱ 7 profitably for decades. Some of Britain’s wealthiest families do not have any ready money because their company, often established generations ago, has hardly ever paid a dividend. All its profits have been reinvested to finance future growth. Flexibility in time, work and money once again creates a competitive advantage for family businesses. Generally, they can adapt quickly and easily to changing circumstances. If, for example, the firm needs to switch into a new product to capitalise on a developing trend in the marketplace, the decision will rarely involve lengthy discussion by a hierarchy of committees and its implementation will be equally speedy: ‘We are going to stop doing this, start doing that, and the move will mean we have to put in six months of extra hard work and not take any money out of the business for the next two years.’ This would be a tall order for many companies, impossible for others, but a typical, flexible agenda for a lot of family firms. Long-range thinking Family businesses are better than other enterprises at thinking long term – the next generation is often a higher priority than the next quarter’s financial results. They generally have an instinctive preference for patient capital (leaving the investment intact for the long term in the hope of better rewards than the short term could offer). Strategic planning reduces risk, enabling a business to cope more effectively with unforeseen events, and is also the hallmark of a great many successful new ventures and of long-term survivors. The fact that families usually have a clear view of their commercial objectives over the next 10–15 years can therefore represent a considerable advantage. Energy services group Hunting provides a case in point, with the company tracing its origins back five generations to the last quarter of the 19th century. Charles Samuel Hunting entered the oil business in the 1890s, but he was already expanding on a successful ship-owning company set up by his father in 1874. Today the group is chaired by Richard Hunting, who is a firm believer in taking the long-term view. ‘People aren’t constantly looking over their shoulder in case we will be bought,’ he says, citing 130 years of trading history and experience. ‘During that time the business has been through many cycles, so one doesn’t panic when one hits another. We don’t assume that when we are in an upswing it is necessarily going to last.’8 An interesting contrast between the family preference for patient capital and stock market expectations has been highlighted by recent developments at troubled US car giant Ford. The company’s North 8 ✱  Family businesses American unit made a $2.9 billion loss in the first three months of 2006 as it implemented plans to cut 30,000 jobs and close 14 plants by 2012 to reduce costs. By mid-2006, Ford’s shares had lost more than half their value since the founder’s great grandson, William Clay Ford Jr, took over as CEO in 2002, and the non-family shareholders (Ford is an NYSE-listed company) were beginning to lose patience. Holders of Ford’s Class B stock, however, have a different agenda (various Ford heirs control 40 per cent of the company’s voting shares, and each of them has 16 votes per share compared with one vote per share for the other shareholders); they operate on the assumption that wealth is being created for the long term, not quarter by quarter. Craig E. Aronoff, an American family business consultant, has summed up the perspective disparity:9 The family has been through up and down cycles over the last 100 years – they understand these things well. Most shareholders are just hoping their $6 stock will turn into a $10 stock, but because Ford is a public company and a family business, you’re seeing normal shareholder expectations and family views of expectations clash. But the family remain the dominant force at Ford, and they are going to remain patient. But while family shareholders and family members working in the business are good at thinking long term, they are not always so good at formalising their plans – writing them down, analysing the assumptions they are making, testing past results against earlier predictions. In short, the strength means that the long-range thinking is there, while the potential weakness is that this thinking is undisciplined. A stable culture For a variety of reasons, successful family businesses are stable structures. They are generally durable, low-profile, profitable niche enterprises that shun publicity – the types of firms that Hermann Simon describes as ‘hidden champions’. In his book of the same name, he characterises these companies as taking a long-haul view of their business; focusing on narrow markets; retaining long-term stable partnerships with employees, customers and suppliers; and emphasising value, not price.10 The chairman or managing director has usually been around for many years. The key management personnel are all committed to the success of the business, and they too are there for the long term. Relationships within the company have usually had ample time to develop and stabilise, Why family businesses are special   ✱ 9 as have the company’s procedural ethics and working practices. Everybody knows how things are done. Exemplifying stability and continuity, Christopher Oughtred is the fifthgeneration chairman of Hull-based food manufacturer William Jackson & Son, established in 1851. The company’s products include frozen foods under the Aunt Bessie brand name, chilled ready meals for Kwok Foods and bread for many of Europe’s sandwich-makers. It remains a private, family-owned business. With generation six comprising 19 individuals, the fifth generation currently running the business is taking a proactive stance on family governance issues to help ensure the sustainability of the company. However, the family members are also very conscious of their history, regarding themselves as custodians of the firm’s culture, ownership and management. As Oughtred explains:11 We are proud of something which William Jackson’s has that few of our competitors can copy or invent: namely a great heritage. Part of understanding where our business is today comes from knowing where we have come from. … Our task is to harness the efforts and dedication of previous generations and to take our business forward so that an enviable, reputable and successful company may be available for a sixth generation. Like some of the other factors working in favour of family businesses, however, a strong, stable culture can be a two-edged sword. A stable business environment can become a dangerously introverted atmosphere in which the attitude is ‘We do it this way because we have always done it this way’, and nobody is thinking about change and looking to see whether doing things differently might introduce more efficiency. So stability in the family business is one of its unique and valuable assets, but business owners need to think about whether a stable business culture has become an obstacle to change and adaptability. Speedy decisions In a well-managed family-controlled business, responsibilities are usually clearly defined and the decision-making process deliberately restricted to one or two trusted individuals. In many cases this means that such firms have an advantage over their competitors in that they are more nimble and, therefore, capable of making faster, better operational decisions (or, if necessary, of quickly adjusting or reversing previous decisions). However, when it comes to other areas – for example, long-term change and transition management – the speed and quality of decision-making can erode 10 ✱  Family businesses significantly (see Dilemmas and challenges for family businesses on page 11). An interesting aspect of this decision-making issue has been the return to the private sector of a number of high-profile family business companies. For example, Pentland Group (a sports and leisure apparel firm founded in 1932 by the Rubin family) returned to private, family company status in 1999. Similarly, steel and engineering group Caparo, controlled by the Paul family, went private in 1991, buying back the public’s 20 per cent stake in the business. Although a wish to return to speedier and less bureaucratic decision-making processes was not the prime motivation, it is clear from company management’s comments at the time that it was a significant contributory factor. Why family businesses are special   ✱ 11 of stature, so it’s still an everyday occurrence to meet a Cooper at Coopers Brewery. Dr Tim Cooper is the Managing Director of Coopers Brewery and still keeps a keen eye on the brewing. Mr Glenn Cooper is Executive Chairman and Marketing Director. Mr Bill Cooper remains on the Coopers board of directors, having retired from the position of Managing Director in February 2002. Maxwell Cooper retired from his Chairman’s position at the same time. Melanie Cooper and Matthew Cooper also work at the Brewery in Financial and Sales positions. Many other family members also keep an eye on things from the boardroom. So rest assured, Coopers Brewery is in the hands of those who have the same values as Thomas Cooper and who believe in the product that Thomas himself began brewing all those years ago. Reliability and pride Dilemmas and challenges for family businesses Commitment and a stable culture are the basis of family businesses’ generally solid and reliable structures – and are perceived as such in the marketplace. Many customers prefer doing business with a firm that has been established for a long time, and they will have built up relationships with a management and staff that are not constantly changing jobs within the firm or being replaced by outsiders. What can be called the ‘My name is on the door’ factor, even when not trumpeted by the person concerned, often contributes to a competitive edge. Also, the commitment within the family business, discussed earlier, is not just a hidden force – it reveals itself to customers all the time in the form of a friendlier, more knowledgeable, more skilful and generally much higher standard of service and customer care. Closely connected with reliability is the notion of pride: the people who run family businesses are generally extremely proud of the business and of their achievement in having established and built it, and their staff are proud to be associated with the family and what they are doing. This pride, which in some circumstances can work to almost institutionalise the business, is often translated into a powerful marketing tool. For example, Coopers Brewery in South Australia advertises its beers with the slogan ‘Taste the difference that four generations of brewing tradition makes’. The following extract from its website powerfully illustrates the marketing value that can be attached to family tradition:12 As well as having valuable advantages, family businesses are prone to some serious and endemic problems. In the same way that family business strengths are not unique to family firms, neither are their challenges, but family businesses are particularly vulnerable to these potential shortcomings. Many of the problems hinge on the inherent conflicts that can arise between family and business values (this crucial area is discussed in Chapter 2). ‘We are now engaged in the brewery business.’ So wrote Thomas Cooper to his brother John in England, after establishing his brewing business in the new colony of South Australia in 1862. … Today Coopers is Australia’s sole remaining family-owned brewery Resistance to change Walking through the doors of some family businesses can be like entering a time tunnel. Sentiments such as ‘Things are done this way because Dad did them this way’ and ‘You can’t teach an old dog new tricks’ reflect the ways in which behaviour patterns can become ingrained and family businesses can become tradition-bound and unwilling to change. Many examples of this came to light in researching this book (see, for instance, the case highlighted under Modernising outdated skills on page 12). It is all too easy to find ourselves doing the same thing, in the same way, for too long, and in a family business it is easier still. This is because change not only carries with it the usual disruption and an array of commercial risks, but it can also involve overturning philosophies and upsetting practices established by relatives. Business challenges The business challenges that particularly affect family firms fall into three categories. 12 ✱  Family businesses Modernising outdated skills Often the skills possessed by a family business are a product of history and, as a result of developments in technology or a change in the marketplace, they can quickly become obsolete. Problems in this area are not necessarily triggered by drastic changes such as the effect of word-processing technology on typewriter manufacturers. They can also arise from subtle changes of emphasis in product manufacture or marketing that can be just as damaging if they catch an unresponsive, tradition-conscious family business off balance. A second-generation family metal-bashing business in north-east England illustrates this well. Run by three brothers, the company was highly profitable, but everything was done manually – across a 200,000square-foot factory they employed a human army of metal-bashers, welders and finishers to make the company’s products. The brothers, now in their 60s, realised they had to make a choice: to continue with their traditional production methods, or to upgrade their entire plant with state-of-the-art, robot-controlled technology. As one of the brothers explained: We see the logic when people talk to us about the need to modernise, but we’re making money here, and we’re doing it using methods and work practices that have been tried and tested across 50 years. Robots would transform our business, but we’re worried they’ll transform it into something we won’t recognise or be able to control. Managing transitions This represents another major challenge for family businesses and can often make or break a family firm. A typical example in many companies is that the founder is getting on in years and a son or daughter, the heir apparent, is convinced that things need to be done differently. The merest hint of this potential conflict can be disruptive, causing uncertainty among staff, suppliers and customers. In many cases the disruption becomes even more serious when the successor begins to introduce his or her programme of radical change. So managing transitions is a difficult challenge to the business and, because of the added dimension of possible intra-family upset and conflict, it is a much bigger challenge for family businesses than for others. Raising capital In comparison with the wide range of funding options open to publicly held companies with a diversified shareholder base, family businesses Why family businesses are special   ✱ 13 obviously have much more limited options when it comes to raising capital. But over and above this, family businesses commonly have a problem with the very concept of raising money from outside sources. This occurs most frequently in relation to longer-term capital for signific­ant projects, such as opening a new plant or creating a new division of the business, but it also shows itself in a reluctance to go to outsiders for bank overdrafts or other short-term funding that would help the firm through minor cash-flow shortfalls. If funding from the family’s own resources means skimping on important projects or inefficiently struggling through short-term crises, the healthy development and even the survival of the business can be threatened. The growth of private equity and a much more accommodating and flexible approach to debt financing by banks do not alter the underlying issue: behind these overcautious attitudes to external finance there are usually fears about loss of control – fears that will turn up in a variety of guises and contexts throughout this book. The fear can take the form of a mild aversion to outsiders acquiring influence over how the business is run, but – and more often – deep-seated and intense paranoia is the description that most readily springs to mind. On a day-to-day basis families tend not to want to be answerable to anybody for how they run their businesses and the idea of the family losing control is usually unthinkable. Family business people can feel that control is inextricably linked to the love of freedom and independence that has often been the principal driving force behind the establishment of the business and its subsequent success. Succession The passage of a family business from one generation to the next, and the change of leadership it involves, is a process that can be fraught with difficulty. When changing the managing director of any company, as well as the obvious managerial considerations, there is a set of emotional issues that have to be settled at the same time. For example, where there is a defined management hierarchy, decisions have to be made about people’s com­petence to assume new responsibilities after promotion, and what their reaction will be if an outsider is brought in to take on the top job. Again, this is a situation where, on the face of it, family businesses encounter identical problems to those experienced by other firms, but underlying their problems is a minefield of psychological, family-related, emotionally charged dilemmas that transform the change of leadership issue into one that can threaten the survival of the business. Here is a real-life case example that illustrates the point. It does not 14 ✱  Family businesses involve a world-famous family and it is not hugely dramatic, but it represents a story that comes up all too often. The founder of an electrical business had a flair for practical innovation and a real love of the business, which he ran for 30 years, almost as an extension of himself. To customers and the workforce he was the business. He could not conceive of anyone else being able to run it in his place. Then in his 60s, and still very much in control of the company, he fell ill unexpectedly and died soon after. There was no natural successor. His two daughters had little involvement in the business and his two sons (the youngest just out of university) felt unprepared to take over. They had no experience at a senior management level in the company, nor did they have a clear picture of how the business worked. As a result the company was sold. If the founder had been able to plan for succession the result would have been very different. Selecting a successor can often mean choosing between sons or daughters who, until now, have all been harbouring their own secret ambitions of succeeding when the founder retires; and founders themselves are often ambivalent about succession because they are worried about their children’s abilities and how to approach favouring one at the expense of the others. But, more fundamentally as far as the business is concerned, almost always the change is not simply a move from one generation to the next – it is a revolution in which the culture of the organisation is reconstructed by the next generation, who bring with them new ideas about how the business should be run, how it is to develop, new working practices, new staff, new loyalties and so on. So succession represents a major transition, with the fortunes of the firm resting on how successfully it is negotiated (and this is why considerable attention is devoted to succession planning later in the book – in particular in Chapters 4 and 8). Emotional issues The hazards of succession lead on to and are an aspect of the next family business pitfall: the emotional issues that limit the firm’s scope for commercial action. This will be discussed in a broader context and in more detail in Chapter 2, but this is a good place to introduce the important idea that family and business are two distinct domains. The family domain is emotion-based, emphasising care and loyalty, while the business domain is task-based, with an emphasis on performance and results. The family business is a fusion of these two powerful institutions and although it provides the potential for superior performance, it is not surprising that it can also lead to serious difficulties. These can mean patterns of emotional behaviour emerging within the business, Why family businesses are special   ✱ 15 which, in a commercial context, are deeply irrational and inappropriate: the marketing director does not trust his brother, the finance director, because he used to steal his toys in the nursery – an extreme illustration perhaps, but indicative of the sort of emotional undercurrents that can be at work. Making matters worse, the root of the trouble can lie many years in the past: ‘Your side of the family swindled our side out of its shares in 1927.’ When competency yields second place to family needs, or business decisions start to be made for family reasons, warning lights come on for the family business. Leadership One last difficulty for family businesses worth highlighting early on concerns leadership, or rather the lack of it, in situations where there is no one within the organisation empowered to take charge. This becomes especially critical when the business has reached the second generation, and even more so when it reaches the third. In the second-generation scenario, for example, the board of directors may comprise three brothers, all of whom have inherited equal shareholdings, and none of whom has been empowered to take ultimate control – no one has the last word. It is a common weakness among family businesses that there is great reluctance to allocate power. The situation where business founders are unwilling to plan for succession and choose, when they eventually bow out, which of their children they want to do which jobs was discussed earlier. To a large degree, the predicament of the three brothers may be the founders’ fault, but for them it is too late to dwell on this. It is the responsibility of each generation to resolve its own conflicts so that it is able to empower and legitimise the next generation, and the brothers must define where power lies between themselves before they can start to think about where it should lie in the future. If they do not, the arrival of the third generation with its increased cast of characters may well herald catastrophe. A competitive edge and outperformance? Because of the often anecdotal flavour of some of the advantages and disadvantages of being a family business, there has been a lot of research recently to try to provide some hard evidence of the impact of these factors on the commercial performance of family firms. In other words, do advantages such as commitment, stability, flexibility, long-term planning and so on, translate into tangible commercial returns, or do the ­disadvantages
- Xem thêm -